The Public Sector Equitable Compensation Act: Section 5
Author(s): Scott Douglas Jacobsen
Publication (Outlet/Website): The Good Men Project
Publication Date (yyyy/mm/dd): 2018/07/22
Employers with Non-unionized Employees
Obligations
The following provision is not in force.
Marginal note: Determining whether each job group is female predominant
5 Within each of the periods that is prescribed in respect of a job group, every employer that has non-unionized employees in that job group shall determine whether that job group is female predominant and, depending on the determination, comply with section 6 or 7.
The Public Sector Equitable Compensation Act (S.C. 2009, c. 2, s. 394)
In the history of Canada, some of the groups of the society have barely had an entire century within the society as an equals. The members of these groups become subject to the discriminatory and regressive forces of human nature, which amount to evolved and ever-present capacities for evil. In the same line of reasoning, we have the forces that move perceptibly within the framework of the societal structures, including human perception, to reduce half of the species to non-entities or subordinates.
However, there are also progressive and inclusive forces working to have women included more into the mainstream of the society. These can even become mass movements such as the suffragists in addition to the enactment in the political and legal realm for rights-based documents for the equality of the sexes or the furtherance of gender equality.
Women deserve to be on an equal playing field with the men of the world. In Section 5 of The Public Sector Equitable Compensation Act (S.C. 2009, c. 2, s. 394), there is the further codification of the rights of workers, though not in force at this time, including the non-unionized employees. It is a fairly straightforward statement in the document on the periods for each job group, where the employer who works with non-unionized employees or workers without unions “shall determine” the female predominance, or not, of the position.
This then leads into the Section 6 and Section 7 of the Act. In particular, those sections will cover, in the incoming articles in this lengthy series, the determination of female predominant job groups, the dissatisfaction of the employer’s determination, the potential employer response, the determination of the existence of female predominant job groups, and the right of the non-unionized employee.
All part and parcel for the balance between employer and employee and the importance of the equality of the sexes in the workplace in Canada.
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